Index

Finances Pages 2-3

Internal Communication Pages 4-5
Legal Indemnification Page 6
Relationship with the HPS Page 7
Staffing and Workload Page 8
Media Communication Page 9
Discipline Page 10








Finances
Issue It is the responsibility of the HPA Board of Directors (bod) to protect the members financial assets on both a long term and
short term basis. Responsible spending of the budget, both internally and externally is demanded by the members. It is the
responsibility of the Treasurer Secretary to ensure the Board is fully aware of the finances. It is the responsibility of the President to
ensure both Staff and the Board are adhering to the bylaws and in no way misusing funds.
Responsibility As President I will ensure a full review of the finances are conducted. This will include the Club, staff, indemnification
fund, charitable funds, required courses, required conferences, salaries, honorariums, and operational costs. I will ensure that all
money spent is in line with the bylaws. I will hold both staff and the Board accountable for any spending and will empower the Board
to hold the President accountable.
Steps to Achieve 1) The initial review will take place as soon as possible after the new Board is in place, just after January 1
st
2015.
All subsequent information sharing, or needed changes, will take place during monthly Board meetings and special board meetings
(as required). The bod will be expected to share any other information via email/cell messages.
2) Should the review identify potential means of saving, this will be taken to the Board and internal and/or bylaw
changes will be made to achieve this.
3) Consider the HPA role in the PAO and establish a cost/benefit analysis. If belonging to the PAO is not cost effective,
then seek out alternative methods of bod training, information gathering/sharing and methods to ensure the HPA is knowledgeable
in all current issues.
4) Ensure the Treasurer Secretary is trained to understand the financial aspects of the HPA. Ensure they are
knowledgeable in the current state of finances. Ensure they are fulfilling their role in the HPA and reporting to the members.
5) Consider the dues structure and ensure they meet the long and short term goals of the HPA

6) Ensure the future of the HPA remains financially stable. Consider long term issues such as relocation of the HPA and
ensure that, if this is needed, funding to facilitate this move is put into place.
7) Review all costs associated with the building are cost effective.
8) Review the charitable funds and ensure they are being properly used in the best interests of the members.
9) Report to the members any findings and continually keep them up to date.
Who and What is required? Board of Directors (via internal training), staff members (ensuring the bookkeeper has full
participation), Executive Board members, Presidential Advisory Committee, House Committee, Accountant, Club Manager
How? Most of the discussion will be conducted in a board meeting atmosphere. Any additional training will call for external
resources to be considered. The use of HPA cell phones and email will be demanded. The Board will be expected to have their cell
phones accessible at all times to facilitate communication.








Internal Communication
Issue The HPA members have the right to be fully aware of all issues surrounding the organization. It is the responsibility of the
President to ensure this happens and to take all steps to facilitate this. All communication must be made through the President, as
that person is the face and voice of the members.
Responsibility As President I will ensure Communications protocol is set in place to ensure that all methods of communication are
utilized to ensure all members, sworn and civilian, receive information regarding the organization. With the busy lives of the
members in mind, the strategy will be as non-intrusive for the members as possible and will require as little time commitment as is
possible. It is time for the HPA to meet the communications needs of our membership, not for the members to meet the
communication needs of the HPA. The HPA will use email blasts, our web page, facebook, twitter and remain up to date with all
trending forms of communication. Members at large will be offered the opportunity to assist so that the HPA can meet the needs of
our members. Finally, I will re-establish the Presidents Advisory Committee, which is made up of members at large. We will provide
basic HPA training for them, and meet regularly.
Steps to Achieve 1) Establish a communication strategy, including protocol, with the BOD. Ensure any required bylaw
changes are put forward to facilitate the strategy.
2) Ensure the social media is used. This will include, but not be limited to, establishing a Presidents Facebook
page, Twitter and any other current social media platforms. The privacy of the membership and their interests will be kept
paramount.
3) Ensure the HPA webpage is current and informative.
4) Ensure email blasts are made regarding information related to the HPA.
5) Communicate all current issues using these platforms.
Who and What is required? The development of the social media platforms is the first critical component. We need to ensure we
have cell phones for the Board and senior staff members so they are accessible to the members, proper computer equipment,
Association time as required (which will include time for members at large who wish to assist).
How? The President will be required to monitor these information channels, and ensure that the Board does as well.














Legal Indemnification Fund
Issue The Legal Indemnification fund is a financial resource made possible by contributions by the members. Following a recent
request for access to the fund, it became apparent that the bylaw pertaining to the fund requires review and possible amendment.
Responsibility I will ensure the Legal Indemnification Committee convenes to address the issue to ensure the process is fair,
unbiased and equitable to all members. I will also seek legal advice regarding the future of the Fund and the required parameters
that need to be set.
Steps to Achieve 1) The Committee will review the current bylaw
2) Consider the concerns put forth by the membership
3) Seek legal advice as required.
4) The bylaw will be amended, if required, to best reflect the interests of the membership and to ensure access to the fund has a
fair and unbiased methodology.
Who and What is required? Material that will be required; bylaws, current best practice background, fund specifics, historical
access to the fund. Members of the committee will include, as per the bylaw; the President, Vice President, Treasurer Secretary,
and two Board members.
How? The review will be done in a meeting format, with all participants present. Historical information will be reviewed prior to
the meeting. Based on the results, consultation with legal counsel may be required. The results of the review will be communicated
to membership using all means required. The chair of the Committee will, as per bylaw, will be responsible for the committee
meetings and the established direction. That chair will update the members, as well as seek their input.


Relationship with the Hamilton Police Service Management Team

Issue The HPA membership and the management of the HPS have common goals. These goals are to ensure that the needs of the
HPA membership, the HPS and the Community are all met. At times this relationship can become adversarial as the path to meeting
these goals is not always shared. In order for this relationship to remain healthy and productive it must remain professional and
business-like while excluding personal agendas. It is imperative that we work together to ensure that the future of both
organizations is secured. This will lead to the best service to the community that we can provide.
Responsibility As President I will endeavour to build relationships with not just the Chief, but all senior officers. I will create
an open line of communication and be continually available for dialogue on all matters. This dialogue will not only pertain to internal
issues, but also issues that our members are facing in the public forum. By building and maintaining a positive relationship, the HPA
and HPS can ensure our members are seen in a positive light by the community we serve and defended against the anti-police
propaganda we are increasingly seeing today.
Steps to Achieve Once the foundation of the HPA is in place the Executive Board, Administrator and Labour Relations Officers
will meet with the Chief and his team to open the lines of communication. This will continue through the already established
Association/Management meetings. We will hold the Chief accountable for attending those meetings as they will be an important
source of continual dialogue. Both sides will have to establish a professional trust for each other because without that all progress
will be halted. We will maintain our current business relationship. We will seek to establish strategies to defend our members during
times of controversy and ways to educate our community members on those pertinent issues. The HPA will keep our membership
up to date with these approaches and seek input on how to improve our relationship.
Who and What is required? Commitment from both the Association and the Service. This commitment will never be reduced to
acquiescing to the Service. Rather we will continually find ways to reach common ground which benefits our members the most.
How? The President must remain committed to, and be responsible for, this approach.

Staffing and Workload
Issue It is the responsibility of the HPS to provide adequate policing to the community, while doing so in a cost effective matter.
Current staffing, while meeting the minimum needs of the service, is burning out our members. This applies to both the sworn
members and the civilian members. Our workload continues to surge through increased expectations (liability) from the courts, a
growing population and additional non-policing roles in the community. Changes are needed.
Responsibility Within our collective agreement, the HPA and HPS are directed to construct a scheduling committee which meets
on a regular basis. The mandate of the committee is to ensure that the needs of all three policing components, the HPA, the HPS and
the community, are met. This is not currently happening. I will ensure that the committee is resurrected and that our members have
a voice at the table. If changes are needed I will push to have them made to ensure the well-being of each of our members.
Steps to Achieve 1) I will give notice to the HPS that the committee needs to be established.
2) Along with the HPS, seek both civilian and members who will make up the committee.
3) Set up semi-annual meetings to address staffing and workload.
4) Monitor and evaluate the current staffing model.
5) Consider any options for change and with the HPS and implement those changes.
6) Ensure that all Part-Time members are and their interests are represented and heard.
Who and What is required? The committee must be co-chaired by a member from the HPA and a member of the HPS.
Documentation will be the key for this issue. This will include, but not limited to, workload studies, real-time staffing levels, overtime
requirements and input from the members. Input is critical because what may look good on paper, may not translate to the overall
demands placed on the members.
How? Ultimately this will be a collaborative approach in a committee format. The co-chairs need to bring their respective needs to
the table and work with the members to achieve a model that meets the needs over all three parties of interest.
Media Communication
Issue Presently there is an anti-police campaign by some members of the community, and by portions of the media. Our members,
both sworn and civilian, are continually targeted by these groups in an unfair and often inaccurate, manner. Transparency, without
education, has also contributed to the degradation of public trust. This needs to be addressed aggressively in order to be corrected.
Responsibility As President, I will provide the voice that our members need in a public forum. I will not engage in public banter with
those whose only goal is to degrade our profession, but rather provide education and a counterpoint to opinion. Just as important, I
will provide a voice for our members who are so often muted through legislative and internal restrictions.
Steps to Achieve 1) I will utilize the social media platforms.
2) I will build a relationship with members of the media who are neither pro, nor anti, police. I
3) Using the media platforms I will provide educational pieces so that the community is better educated on why we do what we
do. I will also provide better insight to the public about the issues of the day such as suspended without pay
4) I will challenge those who insult our members and continually try to diminish public trust.
Who and What is required? Knowledge and use of the social media platforms will be critical. This will also include the awareness
that misuse can do more harm than good and thus selective usage is key. Prior to making any public statements with legal
considerations, legal opinion would be considered. These public statements will be limited to the President, or approval from the
President.
How? When the current governance model was put in place in 2009, the consulting company made it clear that there should be
one voice of the organization, the President. All public communication will come through the President, or the designate in his
absence.


Discipline
Issue The HPA recognizes that both civilian and sworn members are accountable for their actions. Few members would argue that
if you make a mistake of the mind, discipline may follow. I have concerns regarding the culture of fear and the issue of an unfair
discipline model. We make mistakes, but these errors should not diminish our public image nor affect the individual for the
remainder of their career. Lastly, the punishment should be reflective of the error and not based on a theoretical model of fairness.
Responsibility As President, I will have discussions with the Chief and his designates on modifying their discipline model for both
the civilian and sworn members.
Steps to Achieve 1) I will have productive discussions about the progressive discipline model with the Chief and his staff. I will
illustrate while in theory, the model has merit, but in actual practice it has many weaknesses. I will encourage the Chief to modify
the way it is administered so that the human element is considered that the offence is considered in its entirety.
2) I will have productive dialogue regarding the expunging of formal discipline. Our members need the assurance that if they do
not agree with allegations that are made out against them, they have an avenue to challenge those allegations without the threat of
permanent record keeping.
Who and What is required? This process will involve the Collective Agreement and HPS Policies and Procedures. Parties involved in
these discussions will include the President, Administrator and Labour Relations Officer for the HPA and any person the Chief
considers applicable for the HPS. Legal counsel may be required for opinion.
How? It will be the duty of the President to ensure these discussions occur. It will be demonstrated that discipline is simply an
employee/employer relationship which examines and deals with behavior. It should be the goal of both sides to correct the
behaviour through discipline which is designed to educate the member and prevent further incidents. Discipline should not be
punishment.